Matching Individual and Organization

1. Matching Individual and Organization Organization’s Decision to retain,fire or promote Job Performance Competencies Job requirements Traditional Recruitment Tenure in organization Individual Organization Realistic Recruitment Needs Culture Individual’s Decision to Stay or Quit Job Satisfaction

2. Realistic Recruitment & Exchange Theory What I expect from company What Company expects from me ? +

3. Three Stage Model ofIndividual Job Choice Processfrom Individual Perspective Labor Market Vacancies Stage 1 Stage2 Stage 3 Noncompensatory Decision Process Compensatory Decision Process Implicit Favorite job openings threshold characteristic must be met to continue weigh + or - of various characteristics IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

4. Factors that Influence Job Choice JOB CHOICE Vacancy Characteristics Applicant Characteristics Personnel Policies Recruiter Characteristics Recruitment Sources IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

5. Role of Human Resource Recruitment:The Organizational Perspective designed to affect : • Number of applicants • Type of applicant • Those likely to accept position if offered IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

6. Personnel Policies can affect the nature of Job Vacancy characteristics • Internal vs. External recruiting • opportunity for advancement • Market Leader Pay strategy • Employment-at-Will policy • Image Advertising Specific features include : IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

7. Recruitment Sources • Internal sources • faster, cheaper, more certainty • External sources • new ideas & approaches • Direct applicants & referrals • self-selection, low cost • Newspaper advertising • Public employment agencies • blue-collar jobs • Private employment agencies • white-collar jobs • Colleges & Universities • Electronic recruiting - the Internet IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

8. Selection Method Standards for Evaluation Purposes • Reliability • Validity • Generalizability • Utility • Legality IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

9. Reliabilty The degree to which a measure is consistent over time. Reliabilty = .95 Reliabilty = .7 Measure Measure IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

10. Validity The extent to which performance on a measure is related to job performance. • Criterion-related • predictive • concurrent • Content IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

11. Criterion - RelatedValidity Determines a relationship between selection test scores and job performance. Predictive Concurrent Measure performance of those hired test existing employees Measure their performance test applicants TIME TIME IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

12. Validity Testing Predictive . . . . . . Minimum Level . . . PERFORMANCE TEST SCORE

13. Validity Testing Predictive ERROR . . . . SUCCESS . . Minimum Level . . . FAILURE PERFORMANCE ERROR REJECT ACCEPT TEST SCORE

14. Generalizability • Degree to which one can extend validity to other contexts • Three contexts include • different situations • especially true for more complex jobs • different samples of people • more similar across race and gender than thought • different time periods IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

15. Utility • Degree to which information from selection method enhances bottom line effectiveness. • Does the test increase the accuracy of the selction process? IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

16. Low Utility ERROR SUCCESS 70% 15% Minimum Level 5% 10% FAILURE PERFORMANCE ERROR ACCEPT REJECT without test - 85% accuracy with test - 87% accuracy TEST SCORE IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

17. High Utility ERROR SUCCESS 30% 20% Minimum Level 40% 10% FAILURE PERFORMANCE ERROR ACCEPT REJECT without test - 50% accuracy with test - 75% accuracy TEST SCORE IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

18. Legality • Constitutional law used sparingly • Legislation (CRA, ADEA, ADA) • employers need to establish business necessity for any method showing adverse impact • prohibits preferential treatment for protected groups • Executive Orders ( 11246) • prohibits discrimination • mandates affirmative action to hire qualified minorities for government contracts IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

19. ADVERSE IMPACT CASES Adverse Impact Business Necessity Job Relatedness Case 1 2 3 4 5 6 7 8 HIGH HIGH HIGH HIGH LOW LOW LOW LOW HIGH HIGH LOW LOW HIGH HIGH LOW LOW HIGH LOW HIGH LOW HIGH LOW HIGH LOW

20. Adverse Impact Majority ERROR SUCCESS Minimum Level Protected FAILURE PERFORMANCE ERROR ACCEPT REJECT TEST SCORE If Selection Ratio of majority = 60%, for Adverse Impact to occur the Selection Ratio of protected class must be less than (4/5 of 60%) or 48%. IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997

21. Evaluating Various Selection Methods General- zability Method Reliability Validity Utility Legality Interview References Bio-data Physical Ability Cognitive Ability Personality Work-samples Drug Honesty Low Low High High High High High High Low Low High Mod - High Moderate Low High High Low Low Job specific Low High Low Job specific High Low Low High Moderate High Low High Costly Low Libel? Adverse Impact -sex,race Adverse Impact-sex Adverse Impact-race Low High Privacy I n s u f f i c i e n t I n f o r m a t i o n IRWIN • a Times Mirror Higher Education Group, Inc., company, 1997